With only a few days remaining in 2021, we’ve reached the point of the year where everyone is beginning to look ahead. This past year has been an explosive one for talent acquisition.
Over the last twelve months, recruitment strategies have had to adapt to change. Hiring practices that were standard practice post-pandemic now need to be updated in order to generate the same results. With remote working and skills shortages dominating, it has quickly become apparent in the early half of this year that the recruitment landscape had evolved, with companies needing to adapt quickly. Therefore, we have reflected on what hiring practices are likely to continue and even dominate the new year.
So, here are a few of the recruitment trends you should prepare for in 2022.
Candidate Driven Market
The most significant change that we have encountered within the recruitment industry is the shift to a candidate-driven market, characterised by a huge increase in demand for staff, skill shortages and poor candidate availability. With more available jobs than suitable candidates, the applicants hold more power than ever before. Competition within demanding sectors has resulted in employers in desperate need of the same skills and talent, therefore candidates can leverage more on salary and benefits.
Attracting top talent will no longer be achieved by utilising pre-pandemic tactics, with 2022 generating a more creative range of recruitment strategies, from sourcing tactics, data-driven recruitment marketing or imaginative employer brand communications. The recruitment industry is undergoing a transitional period whereby reviewing a few CV’s and “going with your gut” will no longer suffice, whereby those who go beyond the minimum and impress the candidates will secure their perfect candidates.
More Selective Applications
Although there has been extensive ttalk of The Great Resignation, employers will likely experience a much smaller volume of applications in 2022. As we enter a candidate-driven market, they can afford to be much more selective about the jobs they apply for. The days of job-hunters applying for anything and everything, whether they meet the full criteria or not, in the hope of being successful are over.
Candidates have the ability to be pickier in their job search as they know employers are desperately seeking skills they possess. As a result, it is likely candidates will wait for a job they truly want, a culture that suits their work ethic and a company that excites them, rather than accepting whatever they can get. As candidates are becoming more selective, employers need to put their best foot forward regarding their employer branding and candidate experience. Companies need to ensure they are making their workplace desirable by promoting what makes them unique, prioritising specific elements which will appeal to their target candidates.
Also, assuring the recruitment process is personalised and simple, such as “Easy Apply” features will streamline the candidate experience and increase the volume of applications. Candidates are more likely to apply if they can submit their CVs at the touch of a button, rather than filling in endless application forms. Perfecting your employer brand and candidate experience will help counteract the reluctance candidates may have around applying for a job.
Remote Recruitment Processes
Although many people began returning to the office in the latter half of 2021, it has become extremely evident that remote recruitment is here to stay.
The ability for hiring managers to cast a wider net in order to source the talent to fill skills shortages has encouraged the continuation of remote work. The realisation that virtual interviews and remote recruitment have also proved as a time saving and efficient way of screening. Candidates are beginning to expect remote work and remote interviews alongside this, at least at the first stage.
In 2022, ensure you are finding ways to embrace the remote recruitment process to accommodate both your candidates and your internal teams. Not only will it help you reach a wider pool of talent who aren’t limited by geography, but it will help your employer brand feel up to date and relevant, whilst streamlining the hiring process for your team. In a scaling business hiring at volume, in-person interviews can take up a lot of time and resources; virtual platforms can cut this down significantly.
2021 was the year of employer branding. With the competition for talent rising exponentially, employers have realised the importance of how both candidates and existing employees perceive them.
However, with everyone embracing their employer brand, there is a huge necessity to understand your unique value rather than promote yourself in generic terms i.e being “a great place to work”. In 2022, we are expecting to see EVP development becoming a fundamental aspect of recruitment marketing, with employers assessing their culture and understanding the exact candidates that could thrive there.
Every business is different, and so is every candidate. Some cultures will be ruthless and suit career-driven, determined individuals who want to quickly move up the career ladder. Other cultures will be more nurturing and suit candidates who crave a layer of support and feel comfortable at work.
It all boils down to your industry and work ethic, but it’s no bad thing to promote these cultures in a positive light that resonates with like-minded people. Therefore, to improve retention and talent attraction in 2022, employers will have to be more specific in their EVP development. Companies wishing to attract the best talent will have to tailor their messaging to resonate emotionally. We recommend segmenting your EVP and being selective about the type of candidate you want and who will thrive in your culture, which in turn will allow candidates to self-select too.
Find out how to utilise your employer brand to attract top talent here.
Focus on Retention
Employee attrition has impacted companies throughout 2021, due to employees reassessing their personal and professional requirements, whereby there are substantially greater options available to them than ever before. This reshuffle, combined with the candidate-driven market, has awakened many employers who wish to retain their talent.
With so many companies competing for the same technical talent, it has become increasingly difficult for growing businesses to match salary offers and the reputation of large-scale enterprises. Therefore, employer brand and refining people strategies are likely to come to the fore in 2022.
Employers realise that recruiting to replace existing team members will postpone growth plans, especially if you consider onboarding. It is essential to know how to manage your company’s employee turnover rate if you want to grow your operations, with 77% of companies now focusing on employee experience to increase retention. Therefore, retention will be a top priority for many organisations going into 2022, from benefits on offer to company culture and rewarding loyalty.
Longer Notice Periods
Long notice periods for senior hires have always been an industry standard and something that is expected. However, for some less senior roles, there is a prediction that there may well be longer notice periods introduced in order for companies to perform much more rigorous recruitment processes and enable thorough handovers to new employees.
With so many people currently seeking new opportunities, extending the typical notice period provides employers with a level of safety, in which they will not be left in the lurch without having ample time to find a suitable replacement.
Unsurprisingly, there are also several concerns in extending notice periods, such as increasing the time to hire and ultimately dragging out the process for applicants, not to mention the possibility that candidates can accept your offer of employment, only to find something better while working their notice.
Employers will have to focus on keeping warm strategies for candidates in 2022 in order to maintain excitement and enthusiasm through the duration of a notice period. We will likely also see a rise in talent mapping and planning for future roles so that any long waits don’t severely impact growth and business goals.
A Rise in Data-driven Recruitment
The processes in recruitment have developed relatively slowly over the past decade, with the establishment of social media as a resource being the predominant transformation. The development of recruitment marketing has enabled internal and external recruiters to experiment, try new approaches to attracting talent, and to analyse the data.
Similarly, to consumer marketing, digital campaigns provide insight into your potential candidates and talent pool. You can utilise these insights to develop intelligent recruitment strategies which bestow a competitive edge. These measurement tools are ready and waiting to be used, as consumer marketing teams have been using them for the last decade.
In 2022, the mentality surrounding recruitment marketing will need to adjust to facilitate data analysis, experimentation, and success measurement. Upon understanding the market, recruitment teams will be able to create a much more exciting element of talent strategies.
Reaching Passive Candidates
This past year saw many companies competing for the same candidates and skillset, which meant limited possibilities for scaling specific businesses to connect with relevant talent applying for jobs. This saw a rise in companies trying to reach out to the passive candidate market rather than just the limited few actually searching for jobs.
Passive candidates often make for better hires – the future employees who are excited by a company and its employer brand, from its values to its mission, and who have purposefully selected to join the organisation. Something about the opportunity also entices them and makes them consider leaving the safety of their current employer, whether it’s the opportunity to learn, the thought of a new challenge or the chance to work for a company that aligns with their values.
Our Corvus Assured process focuses on these candidates– we seek out the perfect candidates and attract them to you, rather than “hoping for the best” with a list of names on a directory.
The passive candidate is one who isn’t actively looking for new opportunities but are particularly great for this specific reason – they are thought to be more loyal and stable.
The shift towards attracting passive candidates is a development that will be utilised even more greatly throughout 2022. Reaching these potential applicants expands the talent pool massively and is not something that employers can afford to miss out on. Therefore, we would expect to see a rise in digital attraction strategies and reaching out to passive candidates directly from a sourcing perspective.
So, 2022 will be the year of promoting your job ads to a broader market, not just for those who are actively looking for a new role.
Check out Corvus Assured to find out how we could help your recruitment process in 2022.